Candidate assessment tools for hiring teams
210 ready pre-employment tests, scored automatically, in the same report as video answers and resume scores. Free plan, no card.
Cognitive
6 testsAbstract Reasoning Test
The Abstract Reasoning Test is a 10 minute cognitive assessment for hiring teams that need a quick read on how candidates spot patterns, follow sequences and infer rules. It fits roles where people must interpret new information, solve unfamiliar problems and make sound decisions under time pressure.
Computational Thinking Test
The Computational Thinking Test helps hiring teams assess how candidates break down messy problems, spot useful patterns and map clear steps to a solution. It suits intermediate roles where people need to handle process issues, compare inputs and make structured decisions under time pressure.
Intermediate Math Test
The Intermediate Math Test is a short pre-employment assessment for roles that need dependable everyday math. It helps hiring teams check whether candidates can handle algebra, geometry and word problems accurately under time pressure before moving them forward.
Mechanical Reasoning Test
The Mechanical Reasoning Test helps hiring teams assess how well candidates understand basic physical principles used in hands-on technical work. It suits employers hiring for maintenance, operations, production and service roles where practical judgment and mechanical problem solving matter.
Cognitive Ability Test
The Cognitive Ability Test is a short pre-employment assessment of verbal, numerical and logical reasoning for roles that need clear reading, practical math and sound judgment. Hiring teams use it to compare candidates on core thinking skills before the interview, especially for office, operations and customer-facing jobs. Formerly listed as the Rapid Cognitive Index Test.
Workplace Skills Assessment
The Workplace Skills Assessment is a 10-minute cognitive test for hiring teams who need a quick view of how candidates handle everyday work situations. It measures communication, prioritisation and judgment, making it useful for screening applicants across entry, mid and senior level roles.
Cognitive & aptitude
6 testsAttention to Detail Test
The Attention to Detail Test shows you how carefully a candidate reads, checks, and verifies textual information, the core skill for data entry, admin, finance and QA roles. It measures four practical skills: matching strings against a reference, comparing records, checking that document fields agree, and spotting errors and omissions in text and data.
Basic Math Calculations Test
The Basic Math Calculations Test checks whether candidates can handle the everyday numbers a job throws at them: totaling invoices, splitting stock into boxes, applying discounts, and reasoning through short word problems. It gives you a fast, fair read on practical numeracy before you invest interview time.
Critical Thinking Test
The Critical Thinking Test shows you whether a candidate can reason rigorously under time pressure. Across 24 questions it measures deduction with syllogisms, sound inference from business passages, recognition of hidden assumptions and fallacies, and the ability to judge which evidence strengthens or weakens a claim.
Numerical Reasoning Test
The Numerical Reasoning Test shows you how confidently a candidate works with numbers under time pressure. It measures four practical skills: ratios and percentages, number series and patterns, reading data tables, and applying arithmetic to everyday business problems.
Problem Solving Test
The Problem Solving test shows you how a candidate handles the small structured problems that fill a real workday: fitting meetings around constraints, choosing options from data, applying prioritization rules, and reasoning through short puzzles. Every question has exactly one correct answer, so scores are objective and easy to compare.
Verbal Reasoning Test
The Verbal Reasoning Test measures how accurately a candidate understands written information and how soundly they reason from it. Across 24 questions it covers reading comprehension, analogies, true/false/cannot-say inference, and logical deduction, using realistic workplace passages such as policies, emails, and reports.
Communication
2 testsCommunication (Intermediate) Test
The Communication (Intermediate) Test shows you how a candidate communicates when the stakes are professional: briefing executives, steering meetings back on track, delivering bad news to clients, and keeping cross-team threads productive. Twenty situational judgment scenarios measure written, verbal, stakeholder, and listening skills at the level real jobs demand.
Communication Test
The Communication Test shows you how a candidate actually communicates at work: how clearly they write, how carefully they listen, how reliably they confirm understanding, and how considerately they handle tone and timing. Through 20 realistic entry-level scenarios, it scores four dimensions so you can hire people who keep customers and colleagues on the same page.
Data & analytics
8 testsData Extraction, Transformation and Loading Test
The Data Extraction, Transformation and Loading Test helps hiring teams assess intermediate ETL skills before interviews. It is suited to candidates who build, maintain or troubleshoot data workflows and need to reason about pipeline design, transformations and reliability.
Data Modeling Concepts Test
The Data Modeling Concepts Test helps hiring teams assess whether candidates can structure data clearly and avoid common design problems. It is suited to intermediate candidates in data and analytics roles who need practical knowledge of normalisation, dimensional modelling, and table relationships.
Data Science Test
The Data Science Test helps hiring teams screen for practical judgment in applied data science. It is suited to intermediate candidates who need to define problems clearly, build sound models and evaluate results before work moves into production.
Data Storytelling Test
The Data Storytelling Test helps hiring teams assess how well candidates turn analysis into clear, audience-focused communication. It is suited to intermediate data and business roles where people need to choose the right chart, shape a message and present findings in a useful sequence.
Data Wrangling Test
The Data Wrangling Test helps hiring teams assess whether candidates can prepare messy data for analysis and reporting. It is suited to intermediate data and operations roles where people need to clean records, combine tables, reshape fields, and check that outputs are reliable.
Database Development Test
The Database Development Test helps hiring teams assess intermediate database skills in a short, practical format. It is suited to candidates who design tables, write queries and make indexing choices, and gives a quick read on whether they can handle day to day database work.
Database Management and Administration Test
The Database Management and Administration Test helps hiring teams assess practical DBA skills for intermediate candidates. It is suited to roles that maintain database availability, troubleshoot performance issues, and manage user access safely in day to day operations.
Fundamentals of Statistics and Probability Test
The Fundamentals of Statistics and Probability Test is an intermediate screening assessment for hiring teams that need evidence of practical statistical reasoning. It helps identify candidates who can choose suitable distributions, interpret inference correctly and avoid common errors when working with data.
Finance & accounting
2 testsAccounts Payable Test
The Accounts Payable Test shows you whether a candidate can actually run the payables desk: matching invoices to purchase orders and receipts, posting correct debits and credits, catching duplicates and arithmetic errors, and reconciling vendor statements. Twenty multiple-choice questions deliver a practical skill signal in ten minutes.
Accounts Receivable Test
The Accounts Receivable Test shows you whether a candidate can actually run an AR desk: raise accurate invoices, read aging reports, post the right debits and credits, chase disputes properly, and reconcile the subledger to the ledger. Twenty focused questions cover the daily realities of receivables work.
Finance basics
15 testsAccounting (Intermediate) Test
The Accounting (Intermediate) Test helps hiring teams screen candidates for hands-on accounting work. It is suited to roles that need solid double-entry knowledge, practical reconciliation skills and a clear grasp of period-end close tasks, without requiring advanced technical accounting.
Advanced Accounting (IFRS) Test
The Advanced Accounting (IFRS) Test is a short screening assessment for hiring teams who need to check intermediate IFRS knowledge. It suits roles that deal with group reporting, technical accounting and month-end judgments in areas like consolidation, lease accounting and deferred tax.
Costing of Products and Services Test
The Costing of Products and Services Test checks whether candidates can classify costs, compare absorption and marginal costing, and allocate overheads correctly. It suits hiring for finance and accounting roles where sound costing decisions affect pricing, reporting and planning.
Financial Accounting (IFRS) Test
The Financial Accounting (IFRS) Test is for hiring teams screening candidates who need working knowledge of IFRS in day to day accounting tasks. It suits intermediate level roles where people must classify transactions correctly, prepare or review statements, and understand required disclosures.
Financial Due Diligence Test
The Financial Due Diligence Test helps hiring teams assess candidates who review deal financials, earnings adjustments and balance sheet risks. It suits intermediate finance hiring for transaction advisory, M&A and private equity support roles where practical judgement matters.
Financial Management Test
The Financial Management Test is an intermediate finance assessment for hiring teams that need to screen practical decision making in core corporate finance topics. It fits roles where candidates must interpret cash flow pressure, assess investment choices and reason about funding costs.
Financial Math Test
The Financial Math Test is an intermediate screening assessment for candidates who need practical finance fundamentals on the job. It helps hiring teams check whether applicants can work through interest, annuity, valuation and ratio questions accurately under time pressure.
Financial Modeling in Excel Test
The Financial Modeling in Excel Test helps hiring teams assess intermediate finance candidates on how they structure models, choose forecast drivers and handle scenario analysis. It is suited for roles that build, maintain or review operating and valuation models in Excel.
Internal Auditing Test
The Internal Auditing Test is an intermediate screening assessment for hiring internal audit talent. It helps HR managers and hiring leads check whether candidates can evaluate controls, judge the quality of audit evidence and report findings clearly in a practical work context.
International Standards on Auditing Test
The International Standards on Auditing Test helps hiring teams assess candidates who need working knowledge of core audit practice. It is suited to intermediate finance and audit roles where staff must plan audit work, evaluate evidence, apply sampling judgment, and reach appropriate audit conclusions.
Medical Billing Test
The Medical Billing Test helps hiring teams assess candidates for billing roles that require accurate coding support, clean claim handling, and rule-based decision making. It is suited to intermediate candidates and gives a quick read on whether someone can work through common billing tasks with care.
QuickBooks Online Test
The QuickBooks Online Test helps hiring teams check practical finance skills before interviews. It suits intermediate candidates who will work in QuickBooks Online, manage transactions, reconcile accounts and produce basic reports in roles such as bookkeeper, accounts assistant or staff accountant.
Risk Management Test
The Risk Management Test is an intermediate assessment for hiring teams that need to evaluate how candidates spot, assess, and respond to common business risks. It fits roles where people must prioritise likely issues, judge impact, and choose practical controls before problems grow.
Wealth Management Test
The Wealth Management Test is an intermediate screening test for hiring teams evaluating advisers who work with client portfolios. It measures judgment in client suitability, asset allocation and tax-aware planning in a short format suited to early-stage hiring.
Xero Test
The Xero Test is an intermediate finance basics assessment for hiring teams who need to check practical Xero knowledge before interviews. It is suited to candidates who will set up accounts, manage bank feeds and use reports accurately in day to day finance work.
HR
1 testsHR Fundamentals Test
The HR Fundamentals Test checks whether a candidate has the practical working knowledge every HR generalist needs: handling employee concerns fairly, running structured hiring processes, keeping HR systems and data clean, and reading the people metrics that matter to the business, all in a quick 10-minute screen.
HR & admin
10 testsChange Management Test
The Change Management Test helps hiring teams assess how candidates approach change in real work situations. It is suited to intermediate level roles where people need to map stakeholders, plan communication and respond to resistance without losing momentum.
Conducting Interviews Test
The Conducting Interviews Test measures how well a candidate plans and runs fair, evidence-based interviews. It is useful for hiring managers, recruiters and HR team members who need to assess interviewer judgment before putting someone in front of candidates.
Data Security and Compliance Test
The Data Security and Compliance Test helps hiring teams assess whether candidates can make sound decisions about access, sensitive data and basic incident handling. It fits HR, admin and operations roles where people regularly handle employee, customer or financial information.
GDPR and Privacy Test
The GDPR and Privacy Test helps hiring teams assess practical privacy knowledge for HR and admin roles. It is suited to candidates who handle personal data, respond to customer requests or support compliance work, and need a working grasp of lawful basis, data subject rights and breach handling.
HIPAA Test
The HIPAA Test helps hiring teams assess whether candidates can handle patient information correctly, follow basic privacy safeguards and respond appropriately to possible breaches. It fits healthcare, clinic and medical admin roles where day to day data handling matters.
HR Management Test
The HR Management Test helps hiring teams assess practical HR judgment for intermediate level roles. It is built for employers hiring people who need to support staffing plans, handle employee issues and apply core compliance knowledge in day-to-day work.
Performance Management Test
The Performance Management Test is for hiring teams assessing managers and team leads who need to set clear goals, run useful review conversations and respond to underperformance. It helps identify candidates with practical judgment in common people management situations.
Strategic Coaching Test
The Strategic Coaching Test helps hiring teams assess how well candidates coach performance and growth at work. It is suited to intermediate managers, team leads and HR professionals who need to guide employees through feedback, structured coaching conversations and practical development plans.
Training and Development Test
The Training and Development Test helps hiring teams assess intermediate L&D skills before interviews. It is suited to roles that plan training, identify learning needs and check whether programmes improve performance in the workplace.
US Employment Law Test
The US Employment Law Test helps hiring teams assess practical knowledge of common workplace compliance issues. It is built for HR and admin hiring at the intermediate level, especially when you need to evaluate how candidates handle classification, leave, accommodation, and termination decisions.
Hospitality & frontline
1 testsRestaurant Management Test
The Restaurant Management Test shows you how a candidate would actually run a restaurant: covering a no-show chef, recovering an angry table, handling a surprise health inspection, and stopping food cost creep. Twenty realistic scenarios score four dimensions: staff culture and scheduling, guest experience, food safety and standards, and cost and financial management.
IT & security
22 testsAlgorithms for Software Engineering Test
The Algorithms for Software Engineering Test is an intermediate screening for hiring teams who need to evaluate practical algorithm knowledge. It helps identify candidates who can reason about complexity, choose efficient search and sort approaches, and make sound implementation trade-offs.
Artificial Intelligence Test
The Artificial Intelligence Test helps hiring teams screen candidates who need practical AI understanding, not research depth. It is suited to intermediate roles where people must explain core concepts, distinguish model types, and spot limits and risks in business use.
Computer Literacy Test
The Computer Literacy Test helps hiring teams assess whether candidates can handle common workplace technology tasks with confidence. It fits roles where day-to-day work depends on managing files, using browsers and email, and following basic security practices.
Computer Networking Fundamentals Test
The Computer Networking Fundamentals Test checks whether candidates can apply core networking concepts on the job. It is suited to hiring teams screening IT and support candidates who need solid working knowledge of OSI and TCP/IP, IP addressing, routing basics, and practical troubleshooting.
Computer System Architecture Test
The Computer System Architecture Test helps hiring teams assess whether candidates can reason about CPU behavior, memory use, storage performance and system trade-offs. It fits intermediate IT and infrastructure roles where people need to diagnose slow systems and make sound architecture choices.
Cryptography Test
The Cryptography Test helps hiring teams assess practical security knowledge in candidates who work with encryption, password storage, and key handling. It suits intermediate technical roles where people need to choose sound cryptographic methods and avoid common implementation mistakes.
Cybersecurity Test
The Cybersecurity Test is a 10-minute screening for candidates in IT and security roles who need practical judgment on common threats, core controls and incident response. It helps hiring teams quickly compare intermediate-level candidates before interviews.
Deep Learning Test
The Deep Learning Test is an intermediate screening assessment for hiring teams evaluating candidates who will build, train or troubleshoot neural networks. It helps identify people who understand core model behavior, common training issues and practical regularisation choices before interviews.
DevOps Test
The DevOps Test is a 10-minute screening assessment for hiring teams recruiting intermediate DevOps talent. It helps identify candidates who can reason through CI/CD, infrastructure as code and observability decisions before you move them into interviews.
Human-Computer Interaction Design Test
The Human-Computer Interaction Design Test helps hiring teams assess practical HCI judgment for UX and product design roles. It is suited to intermediate candidates who need to reason about how users understand interfaces, discover actions and move through common tasks.
IT Business Analyst Test
The IT Business Analyst Test helps hiring teams assess candidates for BA roles where clear requirements, process understanding and practical delivery judgment matter. It suits intermediate candidates and gives a quick read on how well they handle common project situations.
Machine Learning Test
The Machine Learning Test is an intermediate screening assessment for candidates who need practical ML judgment. It helps hiring teams check whether applicants can choose suitable learning approaches, evaluate model performance correctly and spot overfitting risks before moving them forward.
Natural Language Processing Test
The Natural Language Processing Test helps hiring teams assess intermediate NLP knowledge in candidates who work with text data, search, or language models. It fits technical screening for roles that need practical judgment on text representation, common NLP tasks, and model evaluation.
Network Engineering Test
The Network Engineering Test is an intermediate screening assessment for hiring teams filling hands-on network roles. It checks whether candidates can reason through switching, routing, VLAN, subnet and performance issues, and helps identify people who can troubleshoot common office and branch connectivity problems.
Object Oriented Programming Test
The Object Oriented Programming Test helps hiring teams assess whether developers can apply core OOP concepts in practical code decisions. It is suited to intermediate candidates for software roles where maintainable design, clear abstractions and safe object interaction matter.
Penetration Testing Test
The Penetration Testing Test helps hiring teams screen intermediate candidates for hands-on security work. It checks whether they can scope an external test correctly, reason through basic exploitation choices and communicate findings clearly in a way clients and internal teams can act on.
QA Test Engineer Test
The QA Test Engineer Test helps hiring teams assess intermediate QA skills before interviews. It is suited for roles that need practical judgment in test design, clear defect reporting, and basic automation knowledge, especially when candidates will work across changing product features and release cycles.
Software Engineer Test
The Software Engineer Test is a 10-minute pre-employment assessment for hiring teams screening intermediate engineering candidates. It checks practical knowledge in programming fundamentals, data structures and debugging, helping you spot applicants who can reason through common development tasks.
Software Engineering Management Test
The Software Engineering Management Test helps hiring teams assess candidates for people and delivery leadership in engineering. It is suited to hiring for engineering manager and team lead roles where planning, code quality decisions and team development all affect results.
UX/UI Design Test
The UX/UI Design Test helps hiring teams screen intermediate designers on core interface judgment. It is suited to roles that shape screens, flows and component choices, and gives a quick read on how well candidates organize information, apply familiar patterns and account for accessibility.
User Experience Research Test
The User Experience Research Test helps hiring teams screen intermediate candidates for practical research judgment. It measures how well a candidate chooses methods, recruits suitable participants while managing bias, and turns findings into useful product direction.
Web Accessibility Test
The Web Accessibility Test helps hiring teams assess whether candidates can spot and explain common accessibility issues in web content and UI. It fits teams hiring for front end, UX and digital roles where WCAG awareness, semantic markup and usable interaction patterns matter.
Marketing
16 testsAffiliate Marketing Test
The Affiliate Marketing Test helps hiring teams assess intermediate candidates who will build, manage, or grow affiliate programs. It measures practical judgment in partner recruitment, commission models, and fraud and tracking, giving a clearer view of job readiness before interviews move forward.
Brand Management Test
The Brand Management Test helps hiring teams assess how well candidates think through positioning, brand architecture and consistency. It fits intermediate marketing hires who need to make clear brand decisions across products, channels and customer touchpoints.
Branding Strategy Test
The Branding Strategy Test helps hiring teams assess how candidates think through audience insight, market differentiation and go-to-market decisions. It fits intermediate marketing hires who need to connect research, positioning and launch planning to practical business choices.
Conversion Rate Optimization Test
The Conversion Rate Optimization Test helps hiring teams assess candidates who run experiments and improve conversion funnels. It is suited to intermediate marketing and growth roles where people need to frame sound hypotheses, read test results carefully and spot where drop-off is happening.
Google Analytics 4 Test
The Google Analytics 4 Test helps hiring teams assess whether a candidate can work confidently in GA4. It is suited to intermediate marketers and analysts who need to interpret reports, troubleshoot measurement issues and explain attribution clearly in day to day work.
Instagram Marketing Test
The Instagram Marketing Test helps hiring teams assess whether candidates can choose effective post formats, diagnose growth issues and read performance data. It is built for screening intermediate marketers who will plan, run or optimize Instagram activity.
LinkedIn Advertising Test
The LinkedIn Advertising Test is an intermediate screening assessment for hiring teams that need to evaluate practical LinkedIn Ads knowledge. It helps identify candidates who can choose the right objectives, refine audience targeting and improve campaign performance in day-to-day marketing work.
Market Analysis Test
The Market Analysis Test is an intermediate screening assessment for hiring teams who need to evaluate practical analysis skills in marketing candidates. It helps identify people who can estimate market opportunities, assess competitors and segment customers in a structured way.
Market Research Test
The Market Research Test helps hiring teams evaluate candidates who need to choose the right research approach, build sound samples and make sense of findings. It fits intermediate marketing and insights roles where research decisions affect product, campaign and customer choices.
Marketing Analytics Test
The Marketing Analytics Test helps hiring teams assess whether candidates can choose the right metrics, interpret attribution and report results clearly. It is suited to intermediate marketing hires who need to turn campaign data into practical decisions.
Mobile Marketing Test
The Mobile Marketing Test helps hiring teams assess intermediate candidates who work on app growth. It measures practical skill in app acquisition, push and lifecycle marketing, and attribution, making it useful for screening marketers who need to improve installs, retention, and reporting.
Product Marketing Management Test
The Product Marketing Management Test helps hiring teams assess intermediate candidates who need to shape messaging, support launches and equip sales. It is useful for screening product marketing hires who must connect product value to buyer needs and go-to-market execution.
Public Relations Strategy Test
The Public Relations Strategy Test is for hiring teams assessing intermediate PR and communications candidates. In 10 minutes, it checks how well a candidate shapes stories, handles media requests and responds to fast-moving reputation issues.
SEO Outreach Test
The SEO Outreach Test helps hiring teams assess intermediate candidates who need to find relevant sites, write effective outreach emails, and judge link quality. It is useful for screening marketers whose work includes link building, digital PR support, or off-page SEO outreach.
Social Media Community Management Test
The Social Media Community Management Test helps hiring teams assess how candidates handle moderation, encourage conversation and know when to escalate issues. It fits intermediate community and social media roles where tone, judgement and response choices affect brand trust.
TikTok Marketing Test
The TikTok Marketing Test helps hiring teams assess whether candidates can plan stronger short form content, judge trends sensibly, and track what is working. It fits hiring for intermediate social and content marketing roles where TikTok judgment matters day to day.
Office & admin
7 testsAdministrative Assistant Test
The Administrative Assistant Test shows you how a candidate handles the daily realities of admin work: calendar conflicts, gatekeeping calls, travel disruptions, confidential documents, and competing executive requests. Twenty realistic scenarios score four skill areas, communication, organization, attention to detail, and judgment, so you shortlist people who can truly run an office.
Digital Agility Test
The Digital Agility Test shows you how a candidate behaves when technology changes around them: a new CRM lands, an AI assistant produces a wrong answer, a shared document forks into conflicting versions. Through 20 realistic scenarios it scores four dimensions, adopting new tools and AI, digital problem-solving, leading digital change, and digital collaboration.
Executive Assistant Test
The Executive Assistant Test shows you how a candidate performs when the stakes are executive-level: board meetings, confidential deals, competing C-suite demands, and correspondence that carries the CEO's name. Twenty situational judgment scenarios score four dimensions, giving you evidence of senior judgment before the interview.
Front Desk Receptionist Test
The Front Desk Receptionist Test shows you how a candidate will actually perform when the lobby gets busy. Through 20 realistic scenarios, from angry visitors to double-booked rooms, it scores customer service, multitasking under pressure, clear communication, and practical problem-solving, so you can hire the person who keeps the desk calm.
Google Sheets Test
The Google Sheets Test checks whether candidates can actually work in shared spreadsheets: calculating with SUM, SUMIF, and COUNTIF, cleaning text with TRIM and SPLIT, choosing the right charts and filter views, and collaborating safely with sharing roles, version history, and cross-file functions like IMPORTRANGE.
Microsoft Excel Test
The Microsoft Excel Test checks whether candidates can actually work in a spreadsheet: navigating worksheets, sorting and filtering tables, keeping data clean, and predicting what formulas like VLOOKUP, SUMIF, and IF return. Twenty practical questions separate genuine Excel users from resume keyword matches.
Microsoft Word Test
The Microsoft Word Test shows you which candidates can genuinely produce professional documents, not just type into a blank page. In 20 questions it checks document management, basic formatting, advanced layout, and collaborative editing skills, from applying styles and section breaks to running a mail merge and cleaning up tracked changes.
Operations
1 testsShift Coordination Test
The Shift Coordination Test shows you how a candidate would actually run a shift when things go wrong: sick calls before a peak, machines failing mid-run, vague handover notes, and overtime disputes. Twenty situational judgment scenarios score four skills, planning, handovers, live problem-solving, and team fairness.
Personality
7 tests16 Personality Types Test
The 16 Personality Types Test is an entry-level personality assessment for hiring teams that want a clearer view of how candidates prefer to think, interact and organize their work. It helps employers compare work style patterns across applicants before interviews or final selection.
Big 5 (OCEAN) Personality Test
The Big 5 (OCEAN) Personality Test helps hiring teams understand how entry level candidates are likely to approach work, people and pressure. It measures five broad personality dimensions that can support decisions for roles where reliability, teamwork, adaptability and communication matter.
Culture Add Test
The Culture Add Test helps hiring teams assess how candidates approach values, work habits and team contribution. It is suited to entry level hiring where you need a quick, structured view of how someone is likely to show up, collaborate and make decisions at work.
DISC Personality Test
The DISC Personality Test helps hiring teams understand how candidates tend to communicate, respond to change and work with others. It is useful for entry level hiring when role success depends on pace, collaboration, follow-through and comfort with structure.
Enneagram Test
The Enneagram Test is a 12-minute personality assessment for entry-level hiring. It helps HR teams understand a candidate's core motivation, likely behavior under stress or growth, and broad type patterns, so interviewers can probe work style, support needs, and team fit more effectively.
Integrity and Reliability Test
The Integrity and Reliability Test helps hiring teams assess how entry-level candidates are likely to respond to workplace rules, deadlines and responsibilities. It is useful for roles where showing up, following process and taking ownership are essential to daily performance.
Work Motivation Test
The Work Motivation Test helps hiring teams assess how entry level candidates are likely to stay interested, respond to purpose and keep going through routine or setbacks. It is useful for roles where steady effort, day to day engagement and follow through matter.
Personality & behavior
6 testsBusiness Ethics and Compliance Test
The Business Ethics and Compliance Test shows you how candidates handle the gray areas of working life: vendor gifts, conflicts of interest, pressure to bend numbers, sensitive data, and disrespectful behavior. Through 20 realistic scenarios, it scores four dimensions of practical ethical judgment so you can hire people who do the right thing when nobody is watching.
Emotional Intelligence Test
The Emotional Intelligence Test shows you how a candidate handles the human side of work: pressure, feedback, conflict, and collaboration. Through 24 realistic workplace scenarios, it scores four EQ domains, self-awareness, self-management, social awareness, and relationship management, so you can predict behavior, not just skills.
Leadership & People Management Test
The Leadership & People Management test shows you how a candidate would actually manage: how they delegate, coach, decide under pressure, and keep a team motivated. Candidates work through 24 realistic scenarios, and their choices reveal management judgment that a resume cannot.
Remote Team Management Test
The Remote Team Management Test shows you how a candidate would actually lead a distributed team. Through 20 realistic scenarios it measures async and written communication, trust and outcome-based accountability, inclusion across time zones and cultures, and wellbeing and burnout prevention.
Store First-Line Management Test
The Store First-Line Management Test shows you how a candidate would actually run a store: covering an understaffed weekend, handling suspected shrinkage, defusing floor conflict, and briefing head office. Twenty situational judgment scenarios score four competencies so you can promote and hire shift leaders on evidence, not tenure.
Time Management Test
The Time Management Test shows you how a candidate handles competing deadlines, interruptions, and packed calendars. Through 20 realistic workplace scenarios, it scores four practical skills, prioritization, planning and estimation, execution and focus, and reflection and communication, so you can predict how they will actually run their week.
Product & project
14 testsBusiness Operations Management Test
The Business Operations Management Test helps hiring teams assess candidates for day to day operational decision making. It is suited to intermediate level operations and service roles where capacity planning, SLA judgment and continuous improvement directly affect team performance.
Construction Management Test
The Construction Management Test is an intermediate pre-employment assessment for hiring candidates who need to plan work, track costs and manage safe jobsite decisions. It helps hiring teams compare practical judgment across core construction management tasks.
Data-Driven Decision Making Test
The Data-Driven Decision Making Test helps hiring teams assess how candidates frame business questions, judge evidence and choose sound actions from data. It fits intermediate roles in product, project and operations where people need to separate signals from weak conclusions.
Design Thinking Test
The Design Thinking Test helps hiring teams assess how candidates approach user problems, generate ideas and move toward practical solutions. It is suited to intermediate candidates in product, UX and project roles where structured problem solving and user focus matter.
Equipment Maintenance Test
The Equipment Maintenance Test helps hiring teams assess intermediate maintenance skills before interviews. It is suited to roles that maintain production, packaging or facility equipment, and checks how candidates approach preventive maintenance, fault finding and safe working decisions.
Merchandise Planner Test
The Merchandise Planner Test helps hiring teams assess candidates for retail planning roles. In 10 minutes, it checks practical judgment in assortment planning, open-to-buy and markdown decisions, making it useful for screening intermediate planners who need to balance sales, inventory and margin.
Process Improvement Test
The Process Improvement Test helps hiring teams assess whether candidates can map workflows, find likely causes of recurring issues and choose practical ways to standardise work. It suits intermediate level roles in operations, product, project and continuous improvement.
Product Management Test
The Product Management Test is an intermediate screening assessment for hiring teams evaluating PM candidates. In 10 minutes, it checks how well candidates handle discovery and prioritisation, build sensible roadmaps, and use metrics to guide product decisions.
Program Management Test
The Program Management Test is an intermediate pre-employment assessment for hiring teams that need candidates who can coordinate work across functions. It helps identify people who can build practical plans, manage dependencies and track whether a program is delivering expected benefits.
Project Management Test
The Project Management Test is a 10-minute screening for hiring teams assessing intermediate project skills. It helps identify candidates who can manage scope, keep schedules realistic, handle risks and dependencies, and communicate clearly with stakeholders.
Purchase Manager Test
The Purchase Manager Test is an intermediate screening assessment for hiring buyers and procurement professionals. It measures sourcing, negotiation and supplier management in practical scenarios, helping hiring teams compare candidates for roles that require sound purchasing judgment.
Scrum Master Test
The Scrum Master Test is an intermediate assessment for hiring teams filling Scrum Master and Agile delivery roles. It checks how candidates handle ceremonies, respond to impediments and support team health in common sprint and delivery situations.
Six Sigma Test
The Six Sigma Test is an intermediate screening assessment for hiring teams that need to evaluate practical process improvement skills. It helps identify candidates who can apply DMAIC, reason about variation and control, and use sound measurement concepts in quality focused roles.
Supply Chain Fundamentals Test
The Supply Chain Fundamentals Test helps hiring teams assess practical supply chain knowledge in candidates for planning, operations, and coordination roles. It is suited to intermediate level hiring when you need a quick screen of planning and forecasting, inventory, and logistics judgment.
Programming knowledge
31 testsAdvanced Networking in AWS Test
The Advanced Networking in AWS Test helps hiring teams screen candidates for practical AWS networking knowledge. It fits roles that need sound decisions on VPC design, routing, peering, and security groups, and it gives a quick, structured read on whether someone can handle common cloud network tasks.
Advanced Networking in Azure Test
The Advanced Networking in Azure Test helps hiring teams assess practical Azure networking knowledge for intermediate cloud and infrastructure roles. It is suited to candidates who need to work with virtual networks, peering, routing and network security groups in day to day Azure environments.
Advanced Networking in GCP Test
The Advanced Networking in GCP Test helps hiring teams assess intermediate Google Cloud networking skills. It is suited for candidates who work with VPC design, subnet planning, route configuration and firewall controls, and need to troubleshoot connectivity in real cloud environments.
Android Development Using Java Test
The Android Development Using Java Test helps hiring teams assess intermediate Android developers on core app behavior, UI structure and background work. It is suited to teams hiring engineers who need practical Android Java knowledge, not just general Java skills.
Android Development Using Kotlin Test
The Android Development Using Kotlin Test helps hiring teams screen intermediate Android candidates on practical topics they use on the job. It is suited to teams hiring developers who need working knowledge of activities and lifecycle, layouts and basic coroutines.
Apache Spark Test
The Apache Spark Test helps hiring teams assess intermediate Spark knowledge before interviews. It is suited to roles that build, run or tune Spark pipelines, and checks whether candidates understand how Spark executes work, applies transformations and improves performance.
Apex (Salesforce) Test
The Apex (Salesforce) Test is a 10-minute screening for hiring teams assessing intermediate Salesforce development knowledge. It helps identify candidates who can work with triggers, write reliable SOQL and handle governor limits in real business scenarios.
Blockchain Software Development Test
The Blockchain Software Development Test helps hiring teams assess intermediate blockchain knowledge in a short screening step. It is built for roles that work with network behavior, transaction flow, and wallet security, and helps separate candidates who know core concepts from those with only surface familiarity.
Bootstrap Test
The Bootstrap Test helps hiring teams assess intermediate Bootstrap knowledge in front end candidates. It is suited to roles that build responsive interfaces and need to work confidently with layouts, common components and utility classes.
Computer Vision Test
The Computer Vision Test helps hiring teams check whether candidates understand core computer vision concepts at an intermediate level. It is useful for screening applicants for roles that work with image data, vision pipelines or image processing before moving to interviews.
Data Analysis Using R Test
The Data Analysis Using R Test is a practical screening assessment for hiring teams that need evidence of intermediate R skills. It helps identify candidates who can inspect data frames, use core dplyr commands and read or produce basic plots for day-to-day analysis work.
Data Analytics in AWS Test
The Data Analytics in AWS Test helps hiring teams screen candidates for practical AWS analytics knowledge. It suits intermediate candidates who work with cloud data storage, SQL querying, ETL pipelines, and performance or cost tradeoffs in day to day analytics work.
Data Analytics in Azure Test
The Data Analytics in Azure Test is an intermediate screening assessment for candidates who work with Azure data platforms. It helps hiring teams check whether a candidate can choose the right services, build practical pipelines and make sound cost and performance decisions before interviews.
Data Analytics in GCP Test
The Data Analytics in GCP Test is an intermediate screening assessment for hiring teams evaluating candidates who work with BigQuery and cloud data pipelines. It helps identify people who can make sound choices on querying, ingestion, and cost aware performance in Google Cloud.
Django Test
The Django Test is an intermediate screening assessment for hiring teams that need to evaluate practical Django knowledge quickly. It helps identify candidates who understand common framework patterns in models, views, templates, and built-in security basics before moving to interviews.
Embedded Systems Test
The Embedded Systems Test is an intermediate screening assessment for hiring teams who need to evaluate practical firmware knowledge. It helps identify candidates who understand microcontrollers, interrupt behavior and working within tight memory limits.
FastAPI Test
The FastAPI Test is an intermediate screening for hiring teams assessing developers who will build or maintain Python APIs. It checks practical knowledge of routing and typing, request validation, and core async concepts, helping you identify candidates who can work safely and clearly in FastAPI.
GraphQL Test
The GraphQL Test is an intermediate screening assessment for developers who work with APIs and modern web apps. It helps hiring teams check practical knowledge of schema design, queries and mutations, and performance issues such as N+1 problems and caching.
Machine Learning in AWS Test
The Machine Learning in AWS Test helps hiring teams assess intermediate candidates who work with SageMaker and related AWS services. It is suited to roles that build, deploy and maintain ML workflows, and it checks practical knowledge across training, data pipelines and monitoring.
Machine Learning in Azure Test
The Machine Learning in Azure Test helps hiring teams assess intermediate knowledge of Azure Machine Learning. It is suited for roles that build, run or support ML workflows and need practical judgment on workspaces, model training, deployment and monitoring.
Machine Learning in GCP Test
The Machine Learning in GCP Test helps hiring teams assess intermediate knowledge of building and running ML workflows on Google Cloud. It is suited for candidates working with Vertex AI, repeatable pipelines and model deployment, and helps identify people who can apply core platform concepts on the job.
Neural Networks Test
The Neural Networks Test helps hiring teams check intermediate knowledge of how neural networks are designed, trained and debugged. It is useful for screening candidates who will work with deep learning models and need more than surface level familiarity.
Next.js Test
The Next.js Test helps hiring teams assess intermediate frontend candidates on practical framework knowledge. It is suited for roles that build or maintain modern web apps and need sound judgment on routing, rendering choices and data fetching.
PySpark Test
The PySpark Test is an intermediate screening assessment for hiring teams evaluating hands-on Spark knowledge. It helps identify candidates who can work with DataFrames, apply transformations correctly and understand partitioning choices in day-to-day data engineering work.
PyTorch Test
The PyTorch Test is an intermediate screening assessment for candidates who build or maintain deep learning code in Python. It helps hiring teams check practical knowledge of tensors and autograd, modules, and training loop behavior before moving applicants to interviews.
React Test
The React Test is an intermediate screening assessment for hiring teams who need to check practical React knowledge before interviews. It helps identify candidates who understand components, props, state, effects and rendering behaviour in everyday front-end work.
Reinforcement Learning Test
The Reinforcement Learning Test is an intermediate screening assessment for hiring teams that need practical RL knowledge, not just theory. It helps identify candidates who can reason about MDPs, exploration versus exploitation and reward design in applied machine learning work.
Scikit-learn Test
The Scikit-learn Test is an intermediate screening assessment for candidates who build or evaluate machine learning workflows in Python. It helps hiring teams check practical knowledge of estimators, pipelines, model selection and metrics before moving candidates forward.
Selenium With Python Test
The Selenium With Python Test helps hiring teams check whether candidates can write and reason about practical browser automation tests. It is suited to intermediate QA and test automation hiring where you need evidence of skill with locators, waits and clean test structure.
Smart Contracts Test
The Smart Contracts Test helps hiring teams assess intermediate blockchain candidates on Solidity basics, gas and storage decisions, and common security risks. It is suited to roles that write, review, or maintain Solidity code and need more than resume claims.
TensorFlow Test
The TensorFlow Test is an intermediate screening assessment for hiring teams evaluating candidates who work with machine learning models in Python. It helps identify people who understand core TensorFlow concepts, including tensors and layers, training loops, and model evaluation.
Sales
11 testsB2B Outside Sales Test
The B2B Outside Sales Test is a 10-minute assessment for hiring teams who need to evaluate how candidates plan territory coverage, run discovery and move deals forward. It fits intermediate sales hiring for field reps, account executives and business development roles.
B2B Sales Account Executive Test
The B2B Sales Account Executive Test helps hiring teams assess whether candidates can qualify deals, build support across stakeholders and negotiate effectively. It is suited to intermediate sales hires where discovery, account navigation and commercial judgment matter.
B2B Sales Lead Generation Test
The B2B Sales Lead Generation Test helps hiring teams assess how well candidates can find the right accounts, structure outreach and qualify opportunities. It is built for intermediate sales talent, including SDR, BDR and inside sales hiring, when you need a quick read before interviews.
B2B Sales Management Test
The B2B Sales Management Test helps hiring teams assess how well candidates manage pipeline health, coach reps and forecast revenue. It is suited to intermediate sales leaders who need to improve team execution, spot problems early and make sound decisions across the quarter.
Ecommerce Analytics Test
The Ecommerce Analytics Test is an intermediate screening assessment for hiring teams evaluating candidates for ecommerce, growth and sales analytics roles. It checks whether a candidate can read funnel performance, compare cohorts and LTV correctly, and turn data into clear reporting.
Ecommerce Skills Test
The Ecommerce Skills Test helps hiring teams assess practical judgment in online retail. It is suited to intermediate candidates who need to make sound decisions on merchandising, checkout and fulfilment, and retention before those decisions affect revenue and customer experience.
Retail Sales Test
The Retail Sales Test shows you how a candidate will actually behave on the shop floor. Through 20 realistic scenarios, from browsing customers to price objections and returns, it scores personal communication, needs assessment, practical product knowledge, and relationship building, so you can hire associates who sell and keep customers coming back.
Sales Aptitude Test
The Sales Aptitude Test shows you how a candidate actually sells before you put them in front of customers. Through 20 realistic B2B and B2C scenarios, it scores relationship building, sales techniques and strategy, objection handling, and adaptability, so you can hire on demonstrated judgment instead of interview confidence.
Salesforce CRM Test
The Salesforce CRM Test helps hiring teams assess whether candidates can work accurately in Salesforce day to day. It is suited to intermediate users in sales, account management and sales operations roles who need to manage records, maintain clean data, and trust the reports they use.
Salesforce for BDRs Test
The Salesforce for BDRs Test helps hiring teams evaluate whether candidates can handle common Salesforce tasks used in business development work. It is built for screening intermediate sales candidates who need to manage leads, log activities clearly, and use sequences in a consistent way.
Zoho CRM Test
The Zoho CRM Test is an intermediate screening assessment for hiring teams that need candidates who can work confidently inside Zoho CRM. It measures practical skill with modules and records, workflow automation, and reporting for sales, operations, and CRM support roles.
Situational judgement
3 testsActive Listening Test
The Active Listening Test is a 10 minute situational judgement assessment for hiring teams who need people that listen carefully, ask useful follow up questions and respond with understanding. It fits roles where clear communication affects service, teamwork, support and day to day problem solving.
Presentation Skills Test
The Presentation Skills Test is a 10-minute situational judgement assessment for hiring teams that need to evaluate how candidates plan and deliver effective presentations. It is a good fit for roles where clear structure, audience awareness and confident responses to questions matter.
Tutor Situational Judgment Test
The Tutor Situational Judgment Test helps hiring teams assess how tutoring candidates respond to common teaching scenarios. It is built for schools, tutoring companies and learning programs hiring tutors at any level who need to handle mistakes, motivation and parent communication well.
Software skills
34 testsActive Directory Test
The Active Directory Test helps hiring teams assess intermediate AD skills before interviews. It is suited to roles that manage user accounts, permissions, Group Policy and domain relationships, and helps identify candidates who can handle common administration tasks with sound judgment.
Adobe InDesign Test
The Adobe InDesign Test helps hiring teams assess intermediate InDesign skills before interviews. It is suited to candidates who build, edit and prepare documents for print or distribution, including designers, production staff and publishing roles.
Autodesk Revit Test
The Autodesk Revit Test is an intermediate software skills assessment for hiring teams that need to screen candidates who work in Revit. It checks practical knowledge of families and views, levels and grids, and documentation in a short format that fits early-stage screening.
Bash Test
The Bash Test helps hiring teams check whether candidates can handle everyday shell tasks at an intermediate level. It is suited to roles that use Bash for scripting, command-line work, file handling, and chaining commands correctly in Linux or Unix environments.
Blender Test
The Blender Test helps hiring teams check intermediate Blender skills in a short, practical format. It is suited to roles that need day to day 3D work, including modelling, assigning materials and producing usable renders, before moving candidates to interviews or work samples.
Canva Test
The Canva Test is an intermediate software skills assessment for hiring teams that need people who can work inside Canva with consistency and speed. It helps evaluate candidates for design support, social media, marketing, and content roles where brand rules, templates, and correct exports matter.
Data Analytics in Excel Test
The Data Analytics in Excel Test helps hiring teams assess practical Excel analysis skills for mid-level roles. It focuses on lookup and logic formulas, PivotTables and charts, making it useful for screening candidates who need to organize data, summarize trends and report findings accurately.
DigitalOcean Test
The DigitalOcean Test is an intermediate screening for candidates who work with cloud infrastructure on DigitalOcean. It helps hiring teams assess practical knowledge of Droplets, networking and managed databases before moving candidates into interviews.
Firebase Test
The Firebase Test is an intermediate screening for candidates who work with Firebase in web or mobile projects. It helps hiring teams check practical knowledge of Auth, Firestore basics and Hosting before interviews, especially for developers expected to support common app setup and maintenance tasks.
GitHub Test
The GitHub Test helps hiring teams check whether candidates can work with common repository workflows, pull requests and basic automation. It fits roles that use GitHub day to day and need practical, intermediate-level judgment rather than advanced platform administration.
Google Slides Test
The Google Slides Test measures practical presentation skills for roles that build, edit or review decks at work. It helps hiring teams assess intermediate ability in slide structure, formatting and collaboration before interviews or as part of a shortlist.
Google Workspace Administration Test
The Google Workspace Administration Test helps hiring teams evaluate candidates who manage accounts, access, security policies, and admin reporting. It is suited to intermediate administrators and IT support staff who need to handle common setup, permissions, and compliance tasks with confidence.
Jenkins Test
The Jenkins Test is an intermediate software skills assessment for hiring teams evaluating candidates who work with CI workflows. It measures practical knowledge of jobs and pipelines, agents and artifacts, helping identify people who can set up, maintain and improve Jenkins-based delivery work.
Jira Software Cloud Test
The Jira Software Cloud Test helps hiring teams assess candidates who will work in Jira day to day. It is suited to intermediate users in delivery, QA and engineering operations roles, and checks practical knowledge of issues and workflows, boards and sprints, and reporting.
Linux Test
The Linux Test is an intermediate screening for candidates who need working command line skills. It helps hiring teams check whether a person can handle common Linux tasks involving permissions, processes and basic shell usage before moving them to interviews.
Microsoft 365 Test
The Microsoft 365 Test helps hiring teams check practical workplace software skills for candidates who use shared files, Teams and Outlook every day. It suits roles where people need to collaborate, manage updates correctly and follow basic security practices without heavy support.
Microsoft Exchange Server Test
The Microsoft Exchange Server Test helps hiring teams assess intermediate Exchange skills in a short, practical format. It is suited to roles that manage mailbox settings, message flow controls and recovery tasks, and helps identify candidates who can handle common administration work with less supervision.
Microsoft Intune Administration Test
The Microsoft Intune Administration Test is an intermediate skills assessment for hiring teams screening IT staff who manage corporate devices. It helps identify candidates who can handle enrolment, apply policies and deploy apps across managed endpoints.
Microsoft SharePoint Administration Test
The Microsoft SharePoint Administration Test helps hiring teams assess intermediate SharePoint skills before interviews. It is designed for roles that manage access, organize content consistently, and support search, so you can identify candidates who can handle common administration tasks with less oversight.
MySQL Test
The MySQL Test is an intermediate screening test for hiring teams that need to check practical SQL skills before interviews. It helps identify candidates who can write joins, choose useful indexes and understand transaction behavior in day-to-day database work.
NGINX Test
The NGINX Test checks intermediate knowledge of configuring and troubleshooting NGINX in common production scenarios. It fits hiring for infrastructure, operations and backend roles where candidates need to manage server blocks, reverse proxy behaviour and TLS settings safely.
NetSuite Administration Test
The NetSuite Administration Test helps hiring teams assess candidates for hands-on admin work in NetSuite. It is suited to intermediate users who need to manage roles and permissions, support basic customisation choices and work with reports and saved searches.
NoSQL Databases Test
The NoSQL Databases Test helps hiring teams assess intermediate database skills for backend and data-focused roles. It measures how well candidates understand document and key-value models, consistency tradeoffs and practical query patterns used in production systems.
PostgreSQL Test
The PostgreSQL Test is an intermediate screening assessment for hiring teams evaluating candidates who work with relational data. In 10 minutes, it checks practical knowledge of queries and joins, indexes, and constraints, helping you spot people who can reason through common database tasks.
Power BI Test
The Power BI Test is an intermediate skills assessment for hiring teams that need to evaluate practical BI knowledge before interviews. It helps identify candidates who can model data, write basic DAX and build clear reports in Power BI.
Snowflake Test
The Snowflake Test is an intermediate screening assessment for hiring teams that need to evaluate practical Snowflake skills. It helps identify candidates who can work with warehouses, load data correctly, and spot query performance issues in day to day analytics and data engineering work.
Splunk Test
The Splunk Test is an intermediate screening assessment for hiring teams that need to check practical platform skills. It measures whether candidates can run basic searches, work with dashboards and understand alert setup, making it useful for analyst, operations and support hiring.
Tableau Test
The Tableau Test is an intermediate screening assessment for hiring teams who need to check practical Tableau skills before interviews. It helps identify candidates who can connect data correctly, build calculations, and create useful dashboards for reporting and analysis work.
Unity Test
The Unity Test is an intermediate software skills assessment for hiring teams that need to screen candidates on core Unity workflow knowledge. It helps identify people who can work with scenes and objects, understand basic scripting behavior, and handle build settings without basic setup mistakes.
Windows Server Administration Test
The Windows Server Administration Test checks practical knowledge of core server tasks at an intermediate level. It is suited for hiring teams assessing system administrators, server support staff and IT generalists who need to work with Windows Server roles, storage and backup.
Wireshark Test
The Wireshark Test helps hiring teams assess practical packet analysis skills for technical roles that diagnose network and application issues. It is suited to intermediate candidates who should know how to capture traffic, apply filters, inspect protocols and identify likely causes of common connectivity delays.
Working With Generative AI Test
The Working With Generative AI Test helps hiring teams assess how candidates use AI tools in everyday work. It is suited to roles that draft content, summarise information or support decisions, and need people who can prompt clearly, check outputs and use AI appropriately.
Working With Midjourney Test
The Working With Midjourney Test is an intermediate screening assessment for hiring teams that need candidates who can create useful image outputs with clear prompts. It helps evaluate practical skill in prompt structure, parameter use and iteration for creative, marketing and design roles.
macOS Test
The macOS Test measures practical Mac skills for candidates who use Apple computers at work. It suits hiring teams assessing everyday ability with system settings, files and apps, and basic troubleshooting before moving candidates forward.
Education & tutoring
5 testsEnglish Language Arts Test
The English Language Arts Test helps hiring teams assess how well candidates read, write, and apply standard English at work. It fits education, tutoring, administrative, and support roles where clear communication, careful reading, and accurate written responses matter every day.
Physics Fundamentals Test
The Physics Fundamentals Test checks practical understanding of core physics topics across all levels. It is useful for hiring science tutors, teaching assistants and education staff who need to explain everyday physics clearly and reason through basic physical situations.
Chemistry Fundamentals Test
The Chemistry Fundamentals Test checks whether candidates can apply core chemistry concepts in practical work situations. It suits hiring for education, tutoring, lab support and trainee science roles where a clear grasp of atomic structure, reactions and solutions matters.
Biology Fundamentals Test
The Biology Fundamentals Test helps hiring teams assess core biology knowledge for education and tutoring roles. It is suited to candidates at all levels and checks whether they can apply basic concepts in cells, genetics, human biology, ecology, and evolution.
General Science Test
The General Science Test is a short pre-employment assessment for roles that need broad, practical science knowledge. It helps hiring teams compare candidates on physics, chemistry and biology basics, making it useful for education, tutoring and support roles across all experience levels.
Customer service
2 testsCustomer Support Situational Judgment Test
The Customer Support Situational Judgment Test helps hiring teams assess how entry-level candidates are likely to respond in common service situations. It is suited for roles where people must calm upset customers, solve routine issues and follow policy without creating unnecessary escalations.
Customer Service Fundamentals Test
The Customer Service Fundamentals Test helps hiring teams assess entry-level candidates for frontline support roles. It measures how well candidates apply core service principles, communicate with empathy, and take ownership to move issues toward a clear resolution.
How to choose a candidate assessment tool
What these tools do, which test suits which role, how scoring works, and what it costs per candidate.
01What a candidate assessment tool does
Talent assessment tools, candidate assessment tools, skills assessment software: the names vary and the job is the same. It replaces the guess you make from a CV with evidence. You pick a test for the role, add it to the job, and every applicant answers the same questions in the same order with the same time limit. Answers are scored automatically against a fixed key, so the person who applied at midnight is measured the same way as the one who applied at nine. What you get back is a ranked list with a score for each candidate and the answers behind it, which means the shortlist is defensible to a hiring manager who asks why.
02Which test to use for which role
As talent assessment tools go, the library is broad: 210 tests across software skills, programming, IT and security, marketing, finance, product and project, sales, HR and admin, data, cognitive ability and personality. For a sales role, an aptitude test plus a situational judgement test predicts more than either alone. For admin and operations, attention to detail and a software skills test do most of the work. For engineering, a language-specific test beats a general reasoning test. Most hiring teams use two: one for the core skill, one for how the person works.
03How the scoring works
Most skills assessment software scores against a fixed answer key, and this is no exception: 183 of the 210 tests are multiple choice. Twenty are situational judgement tests, where options are weighted by how effective the response is rather than being simply right or wrong. Seven are personality inventories, which produce a profile rather than a score and never carry a pass mark. Every test draws its questions from a larger bank, so two candidates rarely see an identical paper. Scores appear in the same report as video answers and resume scores, on one page per candidate.
04How long candidates spend on it
Tests run 8 to 12 minutes, typically 10, with 20 to 30 questions. That is deliberate. Completion falls sharply past about 20 minutes of total assessment, so a short test that most applicants finish gives you more usable data than a long one that half abandon. If you are combining a test with recorded video answers, keep the whole assessment under 20 minutes.
05What it costs per candidate
Assessments are charged in credits, and a credit is only spent when a candidate completes. Invitations that go unanswered cost nothing, and a candidate ruled out by your knock-out questions costs nothing. The free plan includes 10 credits a month with no card, which is enough to screen a real shortlist before you decide anything. Paid plans start at $39 a month for 50 credits, and top-ups are $0.70 a credit on paid plans.
06The names this category goes by
Hiring assessment tools, recruitment assessment tools, skill assessment software: the labels differ and the job is the same, which is measuring what a candidate can do before you interview them. Competency assessment software usually means the same thing sold to a larger HR function, with a framework attached. Technical assessment software and coding assessment tools are the narrower engineering versions, and the library covers those alongside everything else rather than treating them as a separate product. What separates one from another is not the name but three things: how many ready tests exist, whether the questions are drawn from a bank so two candidates do not see the same paper, and whether you pay per invitation or only when someone finishes.
07Where a test fits in the hiring process
Immediately after the application, before anyone reads a CV in detail. That order is the point: the test is what decides who is worth reading about, rather than a confirmation of a decision already made from a name and a university. In practice a job gets knock-out questions first, which cost nothing and remove anyone who cannot legally do the role, then one or two tests, then recorded video answers for whoever scores well. A hiring manager sees a ranked shortlist with the working attached, and spends their time on the four people worth an hour rather than the forty who applied.
08What the report gives a hiring manager
One page per candidate. The score for each test, the answers that produced it, any recorded video answers, and the resume score, all in the same place, so nobody is stitching together a spreadsheet and an inbox. The list view ranks every applicant on any tool you used, and filters down to the ones above a score you choose. A report can be shared with a colleague on a link that expires when you decide, and the shared version hides your private notes, ratings and the candidate's contact details.
09Setting a pass mark without cutting good people
Rank first, and only then decide where to draw the line. A fixed pass mark set before you see the distribution tends to be arbitrary, and on a hard test it can empty your shortlist. Look at the spread for the role, take the top group, and read their answers before rejecting anyone near the boundary. Personality inventories have no pass mark at all and should never be used as one. The only automatic rejection in springhire is the knock-out question you write yourself, which is the one case where a candidate genuinely cannot do the job.
10Getting candidates to take the test
A test only works if people finish it, and completion is decided by the invitation rather than the test. Tell candidates what the assessment involves, how long it takes and when it is due, and send it from a person rather than a no-reply address. Keep the total under twenty minutes including any video answers. Give a week, not two days, because the people worth hiring are working somewhere else during office hours. And say what happens next, because the most common complaint from candidates is not the test itself but never hearing back after taking it.
11Using the same test across a whole hiring round
Pick the tests when you write the job, not once applications start arriving. Changing the assessment halfway through means the first forty candidates and the last forty are no longer comparable, which quietly destroys the thing testing was supposed to give you. If you realise the test was wrong, it is better to rescore everyone on the new one than to run a shortlist where half the scores came from a different paper.
12Where testing sits in a fair process
A test is evidence, not a verdict. Every candidate gets the same questions and the same scoring, which is the part that makes it fairer than an unstructured phone call. Personality inventories inform the read on someone and never auto-reject. Only your own knock-out questions, the ones you set about visa status, notice period or shift availability, can disqualify automatically. Scores are shown next to the answers that produced them, so a hiring manager can always check the working.
Frequently asked questions
Skills assessment software, also sold as talent assessment tools, that gives every applicant the same test for a role and scores the answers automatically, so you compare candidates on evidence rather than on how a CV reads. springhire's library holds 210 ready tests, and results appear alongside video answers and resume scores in one report per candidate.
The ones that match the work. A skills test predicts performance on tasks the person will actually do; a situational judgement test predicts how they handle the awkward parts of the job; a personality inventory explains working style. Most teams combine a skills test with one other, keep the total under 20 minutes, and always read scores next to the answers.
Yes. You can add your own questions to any job, either as a written test or as recorded video answers, and they are scored alongside the library tests in the same report.
The free plan includes 10 assessment credits a month with no card required. Paid plans start at $39 a month for 50 credits. Credits are consumed only when a candidate completes an assessment, so unanswered invitations and knock-out rejections cost nothing.
No. Tests run in the browser on a phone or a laptop. Candidates click one link, answer, and submit. There is no account to create and nothing to download.
A few minutes. Pick the role, add one or two tests from the 210 in the library, set your knock-out questions, and publish the job. There is nothing to configure per candidate and no scoring rubric to write, because the tests are already scored against their answer keys.
Every candidate gets the same questions, the same order and the same time limit, which removes the biggest source of inconsistency in an unstructured screen. Tests measure the skill the job needs rather than pedigree, so a strong candidate without a well-known employer on their CV is measured on the work. Scores are always shown with the answers behind them, so a decision can be checked rather than taken on trust.
Each test samples its questions from a larger bank, so two candidates rarely see the same paper, and time limits are tight enough to make searching every answer impractical. Optional proctoring records tab changes and webcam snapshots. The stronger safeguard is combining a test with recorded video answers on the same link, which is far harder to outsource.
